Labor Relations (Midterms) Transcript | Atty. Jefferson Marquez | A.Y.
2017-2018
LABOR RECITS (MIDTERMS)
NOTE:
These are the oral recitations in Labor Relations (AY 2017-2018)
up to the Midterms from all the sections. Also, some answers
have been given. Please note that these are not the 100%
guaranteed correct answers. Please minimize or regulate the
sharing of this document because WE do NOT want Atty.
Marquez to see this. Also, as much as possible, do not have this
printed. Thank you!
(CGDP)
November 16, 2017
1. What are the 3 fields of Labor Law? Labor Standards
Law (LSL), Labor Relations Law (LRL) and Social
Legislation
2. Is there a marked distinction between LR and LS?
Labor relations involves the comprehensive study of all
aspects of the relations between management and
labor, especially with respect to the maintenance of
agreements, collective bargaining.
Labor standards refers to the minimum terms,
conditions and benefits of employment prescribed by
law relating to minimum wage, hours of work, OSHS,
and other standards of employment
3. What is common between the two? It involves the ER-
EE relationship
4. What is Labor Relations again? Refers to the
interactions between the employers and employees or
their representatives and the mechanism by which the
employment standards are negotiated, adjusted and
enforced
5. Where can you find Labor Relations Law (LRL)?
Labor Code (LC)
6. The LC is PD…? PD 442
7. When did it take effect? November 1, 1974
8. Labor in LC refers to who? Working class or
workingmen
9. Can you give an example of a Labor Standards
provision? e.g. provisions on the payment of wages in
legal tender
10. Do we have a rule on the interpretation or
implementation of Labor Laws? Yes, Article 4, LC. It
provides that any doubt in the interpretation and
implementation of the provisions of the LC or its IRR
should be resolved in favor of labor
11. Why are doubts resolved in favor of labor? The law
recognizes that between the employees and the
employers, there is unequal footing with regard to
economic dependence.
12. Does this violate the “equal protection” clause in
the Constitution? No, because again the law
recognizes that labor and capital are not on equal
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footing. Thus, there is justifiable reason to treat them
differently.
13. What constitutional provision underscores Article 4,
LC? Article 13, Sec 3 which provides for the protection
of labor. “The state shall afford full protection to labor,
local and overseas, organized and unorganized, and
promote full employment and equality of employment
opportunities for all.”
14. What is an instance where we can apply Article 4?
JMM: none so far
15. Can Article 4 be extended to other instances? For
example, may it be applied to a CBA or an
employment contract? Yes. The relationship between
capital and labor are not merely contractual. It is
impressed with public interest. Thus, the rule on
construction provided for in Art. 4 of the Labor Code is
not limited to the Labor Code and IRR. It extends to
agreements and writings, such as a CBA or an
employment contract.
16. Are there other instances when Art. 4 may be
extended? For example, in the case of evidence,
may you accuse an employee of theft based on
hearsay information? Art. 4 may be applied. The
employer has the burden to prove that the employee
was terminated for just cause. If the evidence is
insufficient—as is the case with hearsay evidence—
then the dismissal was illegal.
17. What right does the employee have to his job? The
worker has the following rights in general: (1) in relation
to labor standards: (a) humane conditions of work, (b)
living wage, (c) just share in the fruits of production; (2)
in relation to labor relations: (a) self-organization, (b)
collective bargaining and negotiations, (c) peaceful
concerted activities including the right to strike in
accordance with law, (d) security of tenure, (e)
participate in policy and decision making processes
affecting their rights and benefits as may be provided by
law.
18. How can you summarize Art. 4, if you include the
instances we’ve discussed? (State Art. 4.) This rule
extends to agreements in writings, and evidence
presented by the employer against the employee.
19. Who has the authority to PROMULGATE RULES
AND REGULATIONS implementing the Labor Code?
The Department of Labor and Employment, specifically
the Secretary of DOLE.
20. How do you describe this power to promulgate IRR?
It is DOLE’s quasi-legislative power, also known as its
rule-making power. It is a comprehensive and broad
power. It must always be exercised within the scope of
his authority.
21. What are the three branches of government?
Executive, legislative and judiciary.
22. What branch does DOLE belong to? Executive.
23. Does DOLE possess legislative power? No.
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Labor Relations (Midterms) Transcript | Atty. Jefferson Marquez | A.Y. 2017-2018
24. What branch of government may LEGISLATE and
enact LABOR LAWS? The Legislative branch; in
particular, the two houses of Congress.
25. In case of conflict between Labor Laws and IRR,
which will prevail? The Labor Code will prevail. If a rule
or regulation changes the content or meaning of the law,
it is void.
26. Does the Secretary of Labor INTERPRET the law?
No, he merely IMPLEMENTS the law.
27. Whenever SOLE issues an IRR, what is the binding
effect of this IRR? The rules and regulations has the
force and effect of a law, as long as the IRR is within his
authority.
28. Are you saying these labor laws are not self-
executing? In most labor laws that we have like the LC
are not self-executing laws. They need the IRR to
implement them.
29. Who interprets the law? The courts.
30. Can the Labor Arbiter nullify an IRR? No, only courts
can order the nullification of an IRR. The LA simply
exercises quasi-judicial functions. It is the courts that are
vested with the right to rule on the constitutionality of a
law or IRR.
31. Why are IRR subordinate to Labor Laws? There are
two reasons for this. First, the Secretary of DOLE merely
has a delegated power to legislate, coming from the law
itself. His power is dependent on the Labor Code.
Second, the Secretary of DOLE cannot amend, revise,
abrogate or expand the law. His power is circumscribed
by the law itself.
JMM: Labor relations law is easier than Labor standards
because there is less content to study. However, it is
more difficult in terms of principles of law. They are
mostly found in your textbook and jurisprudence. This is
why I gave in advance the list of cases. You won’t find
concepts such as probationary employee in the Labor
Code.
32. OPEN QUESTION: Give an example of a conflict
between IRR and Labor Laws? Policy Instruction No.
54-88 erroneously interpreted that health employees
who complete 40-hours/5-day workweeks ought to be
paid a “full weekly wage for 7 days”. This expanded Art.
83 of the Labor Code, which said that health employees
who work for the sixth day ought to receive an additional
30% on top of their regular pay. Thus, the Supreme
Court declared this Policy Instruction void. (San Juan de
Dios Hospital case)
33. Does the Policy Instruction benefit the health
workers? Yes.
34. Yet, why did the Supreme Court disagree with the
Policy Instruction? The Supreme Court disagreed
because the Policy Instruction was in conflict with the
Labor Code.
JMM: Read Perez v. NLRC (more recent case), which is
an en banc case involving administrative cases of the
ER-EE. Under the Labor Code, in case of dismissal, the
employee is entitled to ample opportunity to be heard in
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administrative investigation. In this case, the IRR said
that the employer is mandatorily required to 1) send a
notice to explain, 2) HOLD A FORMAL HEARING OR
CONFERENCE, and 3) send a notice of decision. The
Supreme Court held the IRR to be void because all the
Labor Code required was an opportunity. An employee
therefore cannot demand as a matter of right a hearing.
All that is accorded to him is an ample opportunity to be
heard only.
Also, read Sonza v ABSCBN. DOLE Sec. issued a
Policy Instruction, categorizing employees in the
broadcast industry as program employees and non-
program employees. The Supreme Court did not read
anything about program/non-program in the Labor
Code. Thus, the classification of the DOLE Sec. has no
basis and was set aside.
See Letran Calamba Faculty case, teachers in the
private institution, SOLE said that those teachers who
render overtime work, the compensation of such should
be considered as part of its basic pay. Consequentially,
th
it will be computed as part of their 13 month pay. SC
said that this explanatory bulletin expanded the law
th
regarding 13 month pay since the law itself only refers
to the basic salary which does not include allowances,
premium pay and overtime pay, unless they are
considered an integral part of their salary.
The moral of the story: Do not automatically believe the
Secretary of DOLE. Sometimes, they make rules which
go beyond what the law provides. When you become an
attorney, you can challenge the constitutionality of the
IRR.
35. Opinion of SOLE advisory in nature? The SOLE may
provide his opinion on how to interpret the law. But the
opinion (explanatory bulletin), as a mere bulletin, is
merely an opinion and advisory. No binding effect
according to SC. The SOLE, in rendering the opinion is
merely exercising his administrative power. The SOLE
opinion regarding a labor law or IRR is merely advisory,
it does not have the force and effect of a law. The final
arbiter on the interpretation of a law belongs to the court.
36. Does SOLE have quasi judicial powers? Yes
37. Does decision of SOLE become binding? Why? The
decisions of administrative bodies do not form part of the
laws of the land. Only Supreme Court decisions
applying and interpreting laws shall form part of the legal
system of the Philippines. See NCC Art 8.
38. Is there an exception? If the decision of the SOLE is
affirmed to the Court, then it forms part of the law
because it now becomes a judicial decision and is now
within the scope of Art 8 of the NCC.
39. Does the IRR need to be published? The IRRs need
to be published before it takes effect because of Article
2 of the NCC. Publication is indispensable.
40. If not published, is it valid? Is it enforceable? If not
published, it is still valid because it was issued within the
scope of the power of the SOLE, however, it is
unenforceable and cannot take effect. Non-publication
does not affect the validity of the law, only its
enforceability and effectivity. Tanada v Tuvera case.
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41. Does the LC provide any provision about
publication? The LCC requires publication of the IRRs
by the DOLE as provided in Article 5 of the LC.
42. Classification of employees? For purposes of LRL,
employees are classified as managerial, supervisory,
and rank and file.
43. The test in determining presence of EE-ER
relationship? Which of the 4 is the most controlling?
One of the tests to determine EE-ER relationship is the
Four-fold test which include (1) selection and
engagement, (2) payment of wages, (3) power to control
and (4) power to terminate or dismiss. The power to
control or control test is most controlling among the four.
The control test covers the means, manner and results
of the employee.
Remember, you cannot find the Four-fold test in the LC.
It was only the SC who provided the four-fold test.
44. Is there a need to apply the four-fold test when both
the employer and employee admit that the employee
is truly an employee of the employer? Not anymore.
We only apply the four-fold test when the existence of
the relationship is in dispute. When it is already clear
that there exists an ER-EE relationship, there is no need
anymore to apply this test.
45. Which of the four of the elements have we
discussed extensively in LS? Selection and
engagement (e.g. Who is the ER and EE? etc), payment
of wages (e.g. RTWPB, NWPC, Wage Orders,
Exemptions of Minimum wage) and power to control
(e.g. labor contracting and subcontracting). Now, in
Labor Relations, we will take up Power to Dismiss and
discuss aspects of power to control.
NOTE: In the case digest compilation now, we have to
provide a header.
46. Who exercises selection & engagement? The power
to select is exercised by the employer. It is a
management prerogative subject to limitations (non-
discrimination, etc.)
47. Who fixes the wages? Employer
48. Is it absolute? No, it is subject to compliance with the
minimum wage
49. How much is the current Minimum wage? 366
50. How much does the ER pay the EE as provided in
the LC? The employer is required to pay his workers
any amount as long as it is not below the prescribed
daily minimum wage.
51. Who between them possesses the power to
dismiss? The power to dismiss is possessed by the
employer. This is labor relations in relation to right of the
workers to security of tenure.
52. Is the power to dismiss absolute? No, the power to
dismiss is not absolute, it is subject to the limitations
prescribed by law. The law provides specific grounds for
dismissal.
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53. If I’m a foreign investor and I ask for your legal
advice, I tell you that I want to exercise my power to
dismiss at will. Will it be possible? There is no such
thing as power to dismiss at will. It is always subject to
limitations, otherwise, the workers will be at the mercy
of the capital. The Constitution itself affords full
protection to labor and the workers under the labor code
enjoys security of tenure.
54. What does power to control mean? Control test is one
of the four-fold test in determining ER-EE relationship. It
refers to right to control, either exercised or reserved by
the ER on not only the results but also the means and
manner by which the employee performs his job.
55. What are some badges of control the school
exercises over me? For example, in Atty. JMM’s case,
the badges of control of the employer (the school) are
the load unit, course assignment, term and school year,
and schedule given and imposed by the school to him.
In those regard, that is indicative of the power and
exercise of control of the school (employer) in the means
and manner by which he performs his job. Therefore,
the relationship between JMM and the school is that of
ER-EE
This also includes the results of the work. If daghan
mahagbong sa bar on labor, so wala sya nagtarong sa
iyang trabaho. He can be dismissed.
56. What is the two-tiered test for determining EE-ER
relationship The two-tiered test includes the ER’s
putative power to control and most important, the
economic dependence test (underlying economic
realities of the EE to the ER) of the EE to the ER
57. When do you apply the two-tiered test? The two
tiered test is applied when (1) there is no written
employment contract and (2) the person rendering
service holds multiple positions. For example, if the
employee is a corporate secretary, member of the
board, vice president of a department, etc. There will
now be doubt whether you are an employee or not. See
case of Francisco vs NLRC case.
58. Badges of employment under the two-tiered test
(which would therefore manifest the existence of the
ER-EE relationship). Some indications of economic
dependence are: company uniform, ID, proof of
registration with the SSS, PhilHealth, PAG-IBIG, being
included in the payroll and use of time card.
NOTE: Indicative lang ni sya na mga evidence, not
conclusive. Taking into account all these pieces of
evidence however, we can say that under the two-tiered
test, there exists an ER-EE relationship.
59. SSS membership presupposes what? EE-ER
relationship basically no employer in his right mind
would apply for SSS membership on a person who is
not his employee
60. Who are excluded from SSS coverage? Purely
Casual Employees
61. if I have an employment contract, do we still apply
the two-tiered test? Not anymore. The existence of the
ER-EE relationship is not anymore in dispute.
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62. Does the LC provide classification of employees?
Yes
63. State the article that provides the Kinds of
Employee and Classification of Employment Art.
295. Regular and casual employment. The provisions of
written agreement to the contrary notwithstanding and
regardless of the oral agreement of the parties, an
employment shall be deemed to be regular where the
employee has been engaged to perform activities
which are usually necessary or desirable in the
usual business or trade of the employer, except
where the employment has been fixed for a specific
project or undertaking the completion or termination of
which has been determined at the time of the
engagement of the employee or where the work or
service to be performed is seasonal in nature and the
employment is for the duration of the season.
An employment shall be deemed to be casual if it is not
covered by the preceding paragraph: Provided, that any
employee who has rendered at least one year of
service, whether such service is continuous or broken,
shall be considered a regular employee with respect to
the activity in which he is employed and his employment
shall continue while such activity exists.
Basically, the LC provision only provides regular and
casual employment (See Article 295). The first
paragraph speaks of regular employment, while the last
paragraph speaks of casual employment. The first
paragraph defines regular employment and
EXCEPTIONS to regular employment (describes project
and seasonal employees). Casual employment as
defined in the LC is understood as the employment not
regular, project and seasonal. Casual employment is
more defined under the IRR— “There is casual
employment where an employee is engaged to perform
a job, work or service which is merely incidental to the
business of the employer and such job, work or service
is for a definite period made known to the employee at
the time of engagement”
64. Does LC define regular and casual employment?
Regular- employee has been engaged to perform
activities which are usually necessary or desirable in the
usual business or trade of the employ
Casual- (IRR definition)- an employee performs job that
is merely incidental to the business of the employer
65. Exceptions to Regular Employment. (1) Project and
(2) Seasonal
66. Why is it considered Project Employee? Work is
terminated upon completion of task/work/project
67. How is Regular Employee Classified?
(1) By the nature of work (necessary/desirable to
trade/business)
(2) By length of service (those who rendered at least 1
year of service whether continuous or broken)
68. What do you mean by necessary? It means the job,
work or service are indispensable to the industry of the
employer (e.g. cook in a restaurant).
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69. What about desirable? It means the job, work or
service would improve the nature or running of the
business of the employer (e.g. janitor in a restaurant)
70. Security of Tenure provision of the LC. Art. 294.
Security of tenure. In cases of regular employment, the
employer shall not terminate the services of an
employee except for a just cause or when
authorized by this Title (This basically speaks of the
gist of security of tenure—employee should continue to
work until he is terminated for a just and authorized
cause). An employee who is unjustly dismissed from
work shall be entitled to reinstatement without loss of
seniority rights and other privileges and to his full
backwages, inclusive of allowances, and to his other
benefits or their monetary equivalent computed from the
time his compensation was withheld from him up to the
time of his actual reinstatement.
71. The law speaks of “in cases of regular
employment”. So does a casual employee enjoy
security of tenure? No. however, if the casual
employee becomes a regular employee with regard to
the activity to which he is engaged as long as that job
still exists, he enjoys security of tenure.
72. Is teaching necessary to USC? Yes
73. Does the definition of Art 280 determine the
existence of EE-ER relationship? No, it only
presupposes that an EE-ER relationship is already
established and it is already being classified
accordingly.
74. If I work in an insurance company and solicit
insurance money, is there any EE-ER relationship?
No (based on a case). I believe that the relationship
does not comply with the four-fold test, especially
lacking the ER’s power to control.
75. In a school, give example of regular employees?
Teachers
76. How long is the employment of a regular employee?
Indefinite time until he is terminated for a just and
authorized cause without prejudice to the provision of
law on compulsory retirement which is at 65 years old.
77. How about casual employees? Janitors in a school.
The school will continue to operate despite the absence
of janitors. However, remember, if the janitor is to work
continuously or broken for more than 1 year, he
becomes a regular janitor of the employer with respect
to the activity that he is engaged in as long as the job
still exists (Casual to Regular Employment).
In casual to regular employment, he only becomes
regular with respect to the activity he is engaged in as
long as that job still exists.
78. When speaking of companies/businesses, how do
you determine that an activity is related to the
business/trade of that company? Articles of
Incorporation of the Business, you can find it at
Securities Exchange Commission
79. If a casual EE becomes a regular EE, does he enjoy
security of tenure? Yes
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80. Enjoy security in terms of what? With respect to the
activity in which he is employed and his employment
shall continue while such activity exists
81. Is it the same with a regular EE? No
82. Why? If the employee is a regular employee, his
employment is indefinite. Also consider his right to
retirement.
Review on retirement: optional employment at 60,
needs at least 5 years of service. If compulsory
retirement at 65, no need for minimum number of years
of service.
83. Retirement age of judges? 70 years old.
84. Is the enumeration of exceptions to regular
employment exclusive? If not, what is another type
of employment not mentioned under the LC? The
enumeration of the exception to regular employment
under the labor code is not exclusive. Another exception
is those employed in a fixed term employment – as
penned by the Supreme Court in the case of Brent
School vs Zamora. It is not found in the LC.
November 21, 2017
1. How long is the duration of a Regular Employment?
The duration for regular employment is indefinite until
the employee is:
(1) terminated for a just and authorized cause;
(2) when the employee voluntarily terminates his
employment;
(3) when the employee reaches the compulsory age of
retirement. You cannot insist if you already reached the
compulsory age of retirement unless the employer
extends your employment service.
2. The Labor Code says in Art. 295, “The provisions of
written agreement to the contrary notwithstanding
and regardless of the oral agreement of the
parties..”, this is a qualification. What is the purpose
of this qualification? The purpose of this qualification
is in order for employers not to circumvent the
employee’s right to security of tenure by making the
employment not regular through a written or oral
agreement.
3. Which of these types of employment (regular,
project, seasonal and casual) is mentioned by the
LC to enjoy security of tenure? Regular employment.
Art. 294 provides “In cases of regular employment, the
employer shall not terminate the services of an
employee except for a just cause or when authorized by
this Title.”
4. What do you mean by the right to security of tenure?
It is the right of the worker to continue with his
employment until he is terminated for a just or
authorized cause.
5. Is the right to security of tenure recognized by the
Constitution? Yes, under Art. 13, Sec. 3. It is a
fundamental right and now it is also in the LC.
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6. Does a casual employee enjoy security of tenure?
No, if the job performed by the casual employee is done,
he is deemed terminated.
7. But what if that casual employee becomes now a
regular employee, how long will his employment
be? His employment is coterminous to the activity he
performs while such activity continues to exist.
8. How do we classify regular employees?
(1) By nature of the work/job and
(2) By length of service.
Nature of job meaning that it is necessary or desirable
to the usual trade or business of the employer and by
length of service meaning if the employee reaches at
least 1 year of service, whether continuous or broken.
9. Why continuous or broken?
Continuous employment is if there is no break in the
employment or no interruption.
Broken is when there is interruption in the employment.
There are times when the employee will be hired for a
specific period of time and after that his employment
ended and then the following year, he was again hired
for 5 months but his employment was already more than
1 year. So he is still a regular employee. If you are a
casual, you now become a regular employee. But if you
are not a casual, you are regular from the start, there is
no more need to distinguish continuous or broken.
10. A regular worker may either be a permanent worker
or a probationary worker. When is a regular
considered a probationary and when permanent?
a. Permanent – if he has successfully passed the period
of probation or if he is not placed on probation at all.
b. Probationary – if the employee is placed on probation
which does not exceed 6 months. Probation in LC
means trial period.
11. What are the exceptions again to regular
employment in the LC? Is this exclusive? Art.295,
project and seasonal workers. No, it is not exclusive.
According to jurisprudence, it also includes Fixed
Period/Term Employment
12. How is Fixed Term similar to Project and Seasonal
Employment? These instances have a beginning and
an end. From the start of the employment, the
termination of the work has already been made known
or communicated to the employee.
13. Do we have a law on probationary employment?
Under the LC, it speaks on the period of probation which
is given a ceiling of 6 months that a regular worker may
be placed under probation.
14. Why is it fixed at 6 months? It is more than enough
period to assess the employee on his fitness to do the
job.
15. Does the employer have the management
prerogative to provide a period that is shorter than
6 months? Yes. The LC only provides for a ceiling. The
employer may fix a period shorter than 6 months. This
may be beneficial for the worker as he becomes
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permanent faster. However, he has less time to learn
the standards he must satisfy.
16. Are there any laws or instances where more than 6
months of probation is given? Teachers in private
educational institutions who are covered under 2008
Manual of Regulations for Private Higher Education and
2010 Revised Manual of Regulations for Private
Schools in Basic Education.
17. How long is the probationary period found in the
manual?
(a) The teacher is a full-time teacher
(b) the teacher must have rendered three consecutive
years of service (school year) and
(c) such service must have been SATISFACTORY; for
those teaching in tertiary level: 6 consecutive semesters
(3 years)
18. Why is the period of probationary longer for those
in the private educational institutions? A teacher
cannot be regular unless they complete the 3 years.
19. Why is it longer? Teaching cannot be considered a
regular profession. It is a special profession. Teaching
involves investing in the youth. If you have incompetent
teachers, then you will have incompetent citizens.
(Make your own analogy for this)
20. Does this conflict with the Labor Code? No
21. For non-academic personnel? 6 months
22. What are the instances where a probationary worker
becomes regular? Give me an instance.
(1) When he successfully passes the probationary
period;
(2) When he is not informed of the reasonable standards
of performance to comply with to qualify to become
permanent. You must be informed at the time of
engagement;
(3) He is allowed to work past the period of probation.
So if you fixed it by 6 months, and you let him work past
that, by operation of law, he becomes permanent.
23. Why must we distinguish between permanent-
regular, probationary worker? Because a regular
worker can be terminated only for a just or authorized
cause. A probationary worker maybe terminated
because you failed to qualify in accordance with the
reasonable standards made known to him at the time of
engagement.
24. Can that be a ground to terminate a regular and
permanent worker? No
25. Can a probationary worker be terminated for just
cause? Yes
26. Can he be terminated for authorized cause? Yes
27. What about a probationary worker, based on
jurisprudence, does he enjoy security of tenure?
Yes. He/she enjoys security of tenure for the period of
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probation unless any of the three instances we
mentioned before occur.
28. If I hired you but I did not place you in probation,
what does that mean? You become permanent
29. What is meant by project employment? “…except
where the employment has been fixed for a specific
project or undertaking the completion or termination of
which has been determined at the time of the
engagement of the employee…” (Article 295 of the
Labor Code)
30. What does that mean when we speak of specific
project or undertaking? An activity which is not
commonly or habitually performed or such type of work
which is not done on a daily basis but for a SPECIFIC
DURATION of time or until completion.
31. The SC said that there are two kinds of project
activities, what are they?
(1) a particular job or undertaking that is within the
regular and usual business of the employer company,
but which is distinct and separate, and identifiable as
such, from the other undertakings of the company; or
(2) A particular job or undertaking that is not within the
regular business of the corporation/company.
32. Give me an example of the first type of business.
(Open Question) A school
33. What is the primary business of the school? To
provide quality education
34. So what would the school hire project workers for?
Fr. Miranda would hire project workers to create tables
for the library.
JMM: I’ll accept that example because its carried within
the USUAL TRADE OR BUSINESS. By providing
education, it goes without saying that you have to have
a library. Hence if you want to modernize that library,
you can hire project workers. It is not forever, so once
the library is completed, employment has ended.
JMM’s own example: Construction of a building, I’m the
contractor and so I can hire project workers to construct
that 5-storey building. Although they perform a job that
is NECESSARY or DESIRABLE to my business of
constructing buildings, if I hire them to construct the 5-
storey building which is separate from a 2-storey
building and etc. then that could form part of a project. If
they finish that certain project, then employment has
ended for that project worker and I’ll wait for another
customer who’ll ask me to build another building.
VANILLAELA (2017-2018)
Labor Relations (Midterms) Transcript | Atty. Jefferson Marquez | A.Y. 2017-2018 7

VANILLAELA (2017-2018)